StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Dancing on the Edge of a Volcano (Title), From hiring to harassment, social media can explode on employers (subtitle) - Article Example

Comments (0) Cite this document
Summary
Social networks provide a venue for many people to exchange or disclose the information that may affect the hiring process or employee’s evaluation by employers. However, there are number of issues to consider – moral and legal - before engaging in monitoring employee’s…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94.2% of users find it useful
Dancing on the Edge of a Volcano (Title), From hiring to harassment, social media can explode on employers (subtitle)
Read TextPreview

Extract of sample "Dancing on the Edge of a Volcano (Title), From hiring to harassment, social media can explode on employers (subtitle)"

Dancing on the Edge of a Volcano Social networks provide a venue for many people to exchange or disclose the information that may affect the hiring process or employee’s evaluation by employers. However, there are number of issues to consider – moral and legal - before engaging in monitoring employee’s personal social media activity and using the information acquired in the decision making process when hiring potential candidate, evaluating employee’s loyalty or taking any disciplinary measures.
Hiring. For the sake of learning as much as possible about the potential candidate the social network search might seem like a good idea. However, the data received during this kind of search might lead to a biased opinion about the candidate, and it might be better in the long run not to have all the information available, as many of that kind of data should be irrelevant for the decision making. However, if the employer sees the need to conduct social media research during the hiring process, some guidelines should be put in place. These are important to ensure maximum benefit for business. It is recommended for the research to be carried out by the HR specialists rather than any other manager or supervisor. Also, to ensure unbiased decision about a candidate it is best to have a media check after the initial interview with the individual. If social media check is conducted during the hiring process, then the same process should be applied to all the candidates, to ensure they are in equal position. And finally, if the decision about rejecting a candidate was made based on the findings of the research, the specific reason for denial should be documented to avoid misunderstanding.
Harassment. There should be policies in place that prohibit any form of harassment in the workplace. Usually, those include many possible form of harassment, excluding issues concerning social networks. It is obvious that if the employee engages in social media activity on the behalf of the employer then all the policies should apply. Issues arise on the level of personal social networking during off-work hours. There might be some posts reported to an employer or to the co-worker who might be targeted in it, therefore working relations might suffer. It seems that in this case the employer should intervene for the sake of common good; however, employee’s off-duty activity might be protected by several legal sources, such as the Constitution, work unions, stated off-duty conduct protecting statutes. Therefore, the employer should warn the employee that if personal social networking will be affecting their workplace policies, appropriate actions would have to be taken to correct the situation.
Disparagement. Social network could become a place where individuals may freely voice their displeasure and complaints, which they will not voice at the workplace. However, just like with any other personal comments posted by employees, before taking any discipline actions against an offending member, an employer should carefully examine each comment to see if they are conducted as a protected activity. Legal issues could be raised or avoided based on the nature of the complaint.
Relationships. An employer should not seek to befriend their employees. Often, individual post on their social network pages the information of a very personal nature, acquiring which may be compared to going into a person’s bedroom and opening their private drawers. Hardly anyone would want to be exposed to such information; much less will stoop down to those activities. The same is applied to the social network interactions. Many ethical, if not legal, issues and dilemmas could be created through finding certain information of a personal nature. Unlike in an open conversation, when reading information from a personal blog, there is no way of controlling of what would be discovered. The objectivity and professional relationships may be strained because of the more personal information shared on the social networks. Professional networks provide less possibility for getting personal.
Employers and HR specialists should not take social networking with their employees lightly. The results of those activities are difficult to foresee. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Dancing on the Edge of a Volcano (Title), From hiring to harassment, Article”, n.d.)
Dancing on the Edge of a Volcano (Title), From hiring to harassment, Article. Retrieved from https://studentshare.org/management/1594733-dancing-on-the-edge-of-a-volcano-title-from-hiring-to-harassment-social-media-can-explode-on-employers-subtitle
(Dancing on the Edge of a Volcano (Title), From Hiring to Harassment, Article)
Dancing on the Edge of a Volcano (Title), From Hiring to Harassment, Article. https://studentshare.org/management/1594733-dancing-on-the-edge-of-a-volcano-title-from-hiring-to-harassment-social-media-can-explode-on-employers-subtitle.
“Dancing on the Edge of a Volcano (Title), From Hiring to Harassment, Article”, n.d. https://studentshare.org/management/1594733-dancing-on-the-edge-of-a-volcano-title-from-hiring-to-harassment-social-media-can-explode-on-employers-subtitle.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Dancing on the Edge of a Volcano (Title), From hiring to harassment, social media can explode on employers (subtitle)

Sexual Harassment

...protection of the law, maintenance of a national clearing house for information respecting denials of equal protection of the law and investigation of patterns or practices of fraud or discrimination in the conduct of Federal elections. (The Masschusetts Advisory Committee to the U.S. Commission on Civil Rights pp. 3-5) What is sexual harassment in employment? Sexual harassment is a situation where an unwanted attention of a sexual behavior occurs in the process of working or seeking work and hence threatens the ability of an individual to earn a living. . (The Masschusetts Advisory Committee to the U.S. Commission on Civil Rights pp. 3-5) Is it a serious problem?...
6 Pages(1500 words)Research Paper

Geologic Volcano Tour

...more lines of weakness for volcanic activity to take place. The rift of weakness, Rio Grande rift runs from the North to the South and serves as a means of accommodating East-West stretching of the crust. It is because of this that the entire area is covered with volcanic activity like the Zuni-Bandera crater and Mount Taylor (New Mexico Earth Matters, 2006). Economically, the volcanic site is known for tourism activities. This is due to geological areas of interest such as the ice caves and the Bandera volcano. The area is open for all to see and visit with the areas labeled as unique and historic landmarks. It spots hiking trails that tourist can climb for a fee around the mountain to the ice caves and...
5 Pages(1250 words)Research Paper

Social media and employees and employers

..., flattering, or explicit social networking profiles. Solution and Recommendation There’s no direct solution to the problem caused by the employers researching applicants on social network sites. Applicants also want the freedom to express themselves without fear. Fear that employees may find this information and turn down their application based on social media. However employees want to know as much as they can about the client to make sure he is best fit for the job. One way to do this is to follow desire to its fullest, in that the applicant will be given the freedom they desire. Employees should be discouraged from basing their...
6 Pages(1500 words)Research Paper

Harassment

...and to provide for greater worker protection. The Directive defined harassment as, "[...] unwanted conduct related to the sex of a person occurs with the purpose or effect of violating the dignity of a person, and of creating an intimidating, hostile, degrading, humiliating or offensive environment" (European Parliament, 2002). The purpose of the directive was to protect equal access to employment, education, opportunity, and working conditions. Individual EU states can pass laws that are more restrictive that the EU standard, but they are required to attain the minimum standard set by Directive 2002/73/EC. Ireland broadly defines harassment as, "spoken words, gestures...
2 Pages(500 words)Essay

Volcano Probe

...Running head: A volcano can be said to be a geological landform where magma or molten lock in the earth's interior erupts through the surface of the earth. Melting of this lock is usually because of high temperature and pressure found in the outer core of the earth. Designing of a volcano probe therefore would require one to have a clear understanding of the earth interior starting from the crust, the outer mantle, the inner mantle all the way to the inner core. As one moves from the earth crust to the next level, the pressure and temperature increases. Temperature and pressure increases as one moves deeper into the earth's interior and it is as a result of this pressure and temperature...
4 Pages(1000 words)Essay

Title: Social Institution/Interactionist Perspectives

...Social Interactionist Perspectives Functionalist Perspectives According to this perspective, every person and everything in the world has a unique purpose. This is regardless of how strange it may look. A perfect example is crime which is a social evil and a nuisance to many. However, functionalist believes that crime has a number of purposes in the society. It creates employment through crime investigators, lawmakers, prosecutors, police officers and defence attorneys among others. In addition, crime brings coexistence in the community through rallying people together to achieve a common goal of crime eradication. All the aspect of the community inter link and form a society that is...
3 Pages(750 words)Term Paper

Clean Edge

...Due Marketing: Clean Edge What changes are occurring in the non-disposable razor category? Assess Paramount’s competitive position Paramount is investing in production of non-disposable razor ‘Clean Edge’. The non-disposable razor market is growing fast. The market recorded a steady 5% annual growth from 2007 to 2010. The situation implies that non-disposable razor market is expected to grow further. Paramount is positioning itself to reap the benefits from this market by launching is new product ‘Clean Edge.’ In order to assess the effects of the changes on Paramount, it is important to consider its strengths, weaknesses, opportunities and threats. Strengths Paramount’s strengths...
2 Pages(500 words)Case Study

Sexual Harassment/Harassment

...the reality in workplaces where many individuals face challenges from their coworkers. Sexual harassment is a problem that can face individual of any gender either male or female. By discussing the many cases where sexual harassment has been reported, individuals get knowledge on how to deal with those situations if they happen to them. The topic also helps workers get to know the legal steps to take and also the consequences of such conduct. According to the US Equal Employment Opportunity Commission, sexual harassment refers to the unlawful sexual advances that unreasonably affect the performance of the individual in the workplace. The unlawful sexual...
6 Pages(1500 words)Essay

Harassment at the Workplace

...aimed at protecting the disabled from adverse organizational or societal practices, comprehensive education on positive interaction between the disabled and non-disabled, as well as on the impacts of negative group interactions is necessary. Harassment at the workplace The EOCC defines harassment as a form of discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in employment Act of 1967 (ADEA) and the Americans with Disability Act of 1990 (ADA). Supplementary to these laws is the Occupational Health and Safety Act that requires employers to draft comprehensive workplace harassment...
7 Pages(1750 words)Research Paper

Social Media Dangers and Responsibilities as Employers

...Social Media Dangers and Responsibilities as Employers The use of social media websites, such as Twitter, Facebook, and MySpace (to name only a few), creates a rather unique human resources issue in terms of whether to allow employees to actively engage in social media networking while on the job. From a legal perspective, how much protection does the Australian employee have in terms of their rights to indulge in social networking sites while being expected to comply with job role obligations? This is something which many companies equipped with Internet access at employee job locations should be considering prior to launching a campaign against this practice, thus making the HR function more of a strategic company ambition... or what is...
16 Pages(4000 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Article on topic Dancing on the Edge of a Volcano (Title), From hiring to harassment, social media can explode on employers (subtitle) for FREE!

Contact Us